Did you know that in NSW an injured worker who has been terminated because of his injury can seek reinstatement when the (injured) worker becomes fit for employment (even with some restrictions) within 2 years of the termination.
Workcover insurers and their case managers can be master manipulators. They often use various delay tactics to wear you down, knowing that you need the money. They will also often delay or discourage or even out-rightly deny medical treatment that is needed.
As per yesterday’s article Workcover NSW reforms & cuts being wound back, promising NSW Finance and Services Minister Dominic Perrottet would announce some restorations of benefit cuts to NSW injured workers, here is Perrottet’s media release, as well as well as one from Peter Primrose, NSW Shadow Minister for Finances & Services.
Further to some recent comments about the widespread practice of “dodgy” rehabbers proposing bizarre “suitable/alternative work” to injured workers, courts have found that some (many!) proposed alternative occupations for injured workers are simply unrealistic.
Some injured workers will have their medical benefits restored as the NSW state government winds back some cuts to its WorkCover NSW scheme!Injured workers will also continue to be eligible for weekly benefits until a disputed work capacity assessment has been resolved, and thresholds will be decreased from 30% WPI to 21% to be eligible for medical benefits.
Unfortunately medical whores exist and there are plenty of them. They are known as grossly biased IMEs and are the spawn of insurance companies. They are an embarrassment to the medical profession and should be purged from it; yet, they are not.
aworkcovervictimsdiary welcomes the recent findings and recommendations of the Parliamentary Inquiry into the bullying culture that exists in WorkCover NSW, which seriously damages its credibility. The report confirms what we have known and loathed for many years, that a serious culture of bullying exists in the NSW WorkCover authority.
An employer (Centrelink) ignored a bullied worker’s “clear signs of distress”, and then had the audacity to tell the psychologically injured worker to return to a role where her managers bullied her. Centrelink was found liable for the worker’s psychological injury.
In this post, we highlight the top five common mistakes injured workers make during the life of their workcover claim.
A recent Presidential Decision in the matter of Caulfield v Kartaway Pty Limited  NSWWCCPD 34 (Caulfield) has clarified (or further confused) the recent High Court’s decision in the Goudappel case in relation to further claims for permanent impairment in NSW.